The Purpose Behind Web Awards
Awards are given in many capacities, generally to a diverse group of recipients for a variety of reasons. The sole purpose of giving awards is to recognize a person or an organization for the excellence they exude in a certain field. Awards can carry a momentous amount of notoriety and pride to the individuals who receive them. No matter how small of an award, recipients are most often left feeling proud and gratified.
Awards can be given to anyone for any type of notable thing they do. Perhaps some of the most common awards include those of prestigious stature, such as the Nobel Prize or an Academy Award. Both for an entirely different purpose, although with one common mission in mind. To honor the individual for their hard work and offer admiration. Presenting an award is also an excellent way to commend individuals and organizations for their success.
Websites and those individuals within the creative industry are amongst many recipients to receive awards. In order to honor the work and success of a website, various awards of awards have been created and established. Many of these focus areas include website design, creativity, innovation, ease of use, content, etc. Beyond the various categories which awards may represent and honor, there are a variety of specific website awards, some more distinguished than others. Two of the most prominent general awards website creators and owners look to achieve are the WebAwards and the Webby Awards. Both highly esteemed honors any individual or organization will be thrilled to earn.
Employee recognition in most corporate structures is connected directly to monetary reward, but the wisdom of other effective models of employee recognition are becoming clear. The bad effects
of a monetary based reward system only are also more evident as the phenomenon becomes more scrutinized. One of the main drawbacks to a system of employee recognition based solely on monetary reward is it suggests very strongly to employees that certain achievements have a set monetary value. Consequently, employees begin to expect monetary rewards for all contributions, or they feel slighted. This misperception leads to employee dissatisfaction and all the ill effects that comes from this state including poor performance and decreased productivity as well as dissent.
Issues with dissent and the other ill side-effects of monetary based reward systems can eventually deflate the moral of the entire office. Eventually, the issue becomes employee retention as these dissatisfied employees look for other work. This not only requires replacing the employee and all that this entails, but it also means people trained by the offending corporation may eventually find work with the competition bringing them insider information and a seasoned employee of which they had to spend no resources training. To a lesser but still important extent, it will also produce bad word of mouth by former and current employees. Their status as employees makes them very credible to many people. Potential employees and patrons will seek out their advice and act on their poor reviews in many cases.
A Balanced System
However, many people are motivated by much more than monetary gain and instituting a balanced system of monetary and non-monetary based employee recognition is a much better course, and this produces positive feedback from employees, provides an environment conducive to production, and it saves the company the revenue placed into the solely monetary endeavors. One simple but highly effective method is positive feedback itself. People are esteemed by praise and recognition from their superior workers. It reinforces the promise that hard effective work produces upward mobility. Systems based solely on monetary rewards places wedges between certain levels of employment giving the employees a feeling of non-inclusiveness. It also gives them the feeling that politics and money determines their level of progression in the company rather than hard work and acumen.
Positive affirmation produces a can do, team spirit within the company. When the company calls upon its employees to provide extra effort, it will not also have to correspond with monetary incentives to achieve their common goals. This gives the company flexibility in this realm. When monetary rewards can also be included, employees feel more accomplished because it was not a requisite for their additional effort. This employee goodwill will be sorely necessary when the company is truly tested, and the extra effort may mean the difference in success and failure.
However, this comes with the understanding that the added praise is sincere. People have to understand that their personal contributions are noted and appreciated. Failure to do so in a sincere manner will circumvent any benefits. The positive feedback has to relate to the level of the contribution, and it has to be delivered in a timely manner. This requires a knowledge of the employee personally because needs will vary with each employee, but this is exceedingly easy in balanced systems because interaction between different levels of the team is a necessary component of a balanced system. Monetary rewards are a very important part of the system also. It is a very effective short term strategy, but the key is balance.